"But more than anything else, I have noticed a rise in the quality of the work products we deliver, as well as a rise in the focus of attention paid to the test cycle. Tests have been made greatly more efficient, which is also pleasing to our customers." Marijke Verhavert, head of section

" ... we are even considering calling on the services of a second Passwerk member of staff to enable us to handle the large volume of test and analysis work and meet the tight deadlines." Kris Ceuppens, Business Unit Manager

"Passwerk testers managed to get up to speed in double quick time: one of them even discovered an error in the complex billing module while he was still in training." Jan Hammenecker, Business Systems and Communications Manager

"Our collaboration with Passwerk looked like a success right from the start. We got the expertise we were looking for. In addition, Belfius also sees this as one of the initiatives to give substance to its social commitment." Frank Hubloue, CIO

"Based on our recent experience, we are delighted to report that concrete and standardised duties, such as regression tests, are performed very swiftly, meticulously and incredibly quickly by the Passwerk workers."

"You will not be surprised to learn that the Pass workers’ level of productivity was nearly double that of the students! They went about their duties with absolute precision and consistency." Geert Van Winkel, IT manager

"The Passwerk workers turned out to be wizards in drawing up test scenarios. They made test scenarios of complex business processes for automatic file handling." Marleen Deputter, Head of the department Scholarships

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Corporate Social Responsibility

Passwerk’s entrepreneurial endeavours are chiefly aimed at sustainability and diligence. This means that planning, diligence, sustainability and placing a due focus of attention on people and their social and natural environment are central to Passwerk’s decision-making process.

Passwerk unreservedly opts for employees with an autism spectrum disorder (ASD) to conduct its core activities, eventually complemented to a lesser degree with employees without an ASD, if this is considered to be meaningful/complementary or technically or commercially desirable as part of the services we provide or as part of a specific service package. Passwerk sets out from the strengths of its employees, around whom we put in place the infrastructure and supervisory staffing that is needed. Lifelong learning and job coaching are crucial in order to ensure sustainable employment. The development of employees (both people with and people without an ASD) is the cornerstone of the further development of Passwerk. Employees with an ASD are not asked to adapt to the organisation: it is the organisation that is seen to adapt to its employees. This line of approach also enables us to deliver quality customised work to our end customers. Passwerk’s organisational form enables us to incorporate structural vigilance in the area of professional ethics in the way we work with our employees into the organisation at every level.

On the market, Passwerk emphatically asserts itself as a service provider that calls on the services of employees with an ASD, not in order to elicit goodwill or sympathy among end customers, but setting out from the firm belief that our employees bring positive added value to the niche in which Passwerk operates. Passwerk is keen to act as a source of inspiration for other organisations working to create job opportunities for persons with a disability affecting their employability. Which is why Passwerk is eager to bring to bear all the know-how and resources it has built up over the years to put in place schemes that pursue full employment for disabled workers.

Achieving a win-win-win situation

The first ‘win’ is a win at micro level for the employees themselves and their friends and families. Supplied with a regular full-time job and matching income, our employees are given the economic and social position they deserve, making them feel appreciated and included as members of society. This also sees them mustering the courage to come out as people with an ASD because they feel duly rated as fellow human beings. The fact that they are able to come out of the closet about their condition also helps to enable them to build a social network with colleagues both from within and outside of the organisation. The friends and families of our employees and the parents of people with an ASD draw hope and fresh prospects from the fact that their child, friend, acquaintance or family member has found a job at Passwerk. The very existence of Passwerk and our success serve to give people affected by an ASD fresh and encouraging prospects of a socially acceptable position and a future for themselves.

The second ‘win’ is a win at meso level for Passwerk itself, those with an ASD as a social group and the ICT industry. Courtesy of its vision and concrete approach, Passwerk is able to provide the market with quality test manpower resources. The profits generated from this business activity are used to underpin the social purpose that has been laid down in the company’s articles of association as our stated object.

The third ‘win’ is one at macro level for society as a whole. Before they got started at Passwerk, the people we employ were forced to depend on social benefits. Courtesy of their job at Passwerk, they acquire a degree of economic independence, relieving society from its duty to provide for them. The social integration of people suffering from an ASD through a job at Passwerk undoubtedly has a favourable impact on other, non-employment related social outlays, such as (physical and mental) health care expenses for instance.